Human Resources Manager

Nestle Operational Services Worldwide SA•Solon, OH

7d•$111,434 - $150,000

About The Position

The Human Resources Manager serves as a strategic HR partner to assigned corporate functions, translating business priorities and enterprise people strategy into talent, organizational, and employee experience solutions. The role anticipates workforce needs, strengthens leadership and talent pipelines, enables transformation, and builds an engaged, future-ready workforce. Using workforce insights, business acumen, and HR expertise, the role identifies people and organizational opportunities, develops recommendations, and influences decisions. In partnership with HR Centers of Competence and One Operations partners, the role ensures integrated execution of talent, organization design, workforce planning, performance, employee experience and change priorities while providing sound counsel on employee relations, policy and employment practices.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field.
5 to 7+ years of progressive HR experience, including HR Business Partner or HR Generalist experience supporting leaders in a complex, matrixed organization.
Demonstrated ownership of a people strategy or plan for an assigned function, division, or client group.
Experience leading talent, succession, performance, and workforce planning processes with clear follow-through and outcomes.
Experience coaching leaders through complex performance, talent, employee relations, or organizational decisions.
Experience leading organization design, restructuring, integration, or significant change initiatives.
Ability to use workforce and employee insights and cross-functional partnerships to diagnose issues, influence decisions, implement integrated solutions, and track outcomes.
Working knowledge of applicable employment laws, HR policies, employee relations practices, and investigation principles.
Strong business acumen, judgment, communication, problem-solving, stakeholder-management, and cross-functional leadership skills.
Digital fluency using HR systems, analytics, and productivity tools to improve decision quality and efficiency.

Nice To Haves

Experience supporting corporate or functional organizations in a matrixed environment.
Organization design, workforce transformation, and/or change leadership experience.
Experience using people analytics and digital HR tools to support business decisions.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

Develop and execute a 1- to 2-year people strategy for assigned corporate client groups aligned with business priorities and the One Operations HR Roadmap.
Build a strong understanding of the business, operating model, priorities, and workforce risks to anticipate people implications and opportunities.
Serve as a trusted advisor, using independent perspective, sound judgment, HR expertise, and workforce analytics to diagnose issues, shape recommendations, and measure impact.
Translate enterprise HR strategies, standards, and tools into practical solutions for assigned client groups.
Partner with HR Centers of Competence to deliver coordinated, scalable solutions with clear ownership, decision-making, and accountability, avoiding unnecessary duplication or customization.
Identify solutions and practices that can be standardized or scaled across One Operations and avoid unnecessary duplication or customization.
Lead performance, talent, succession, development, and related employee lifecycle processes for assigned client groups, ensuring meaningful assessment of talent, readiness, mobility, and development actions.
Own compensation activities for assigned client groups, including monitoring and planning, salary administration, incentive plans, job analysis, and position planning, in partnership with the Compensation Center of Competence and within enterprise guidelines.
Assess current and future workforce capabilities and translate critical skill and leadership gaps into measurable workforce and development plans aligned to business priorities.
Partner with One Ops Learning & Development on scalable solutions for identified capability gaps.
Strengthen individual and team effectiveness through coaching, talent insights, targeted development, and consistent application of Nestlé leadership expectations across performance, talent, succession, onboarding, and development.
Partner with leaders on organization design, role clarity, spans and layers, workforce planning, governance, and ways of working aligned with business requirements.
Partner with Finance and business leaders to evaluate headcount and labor-cost implications of workforce plans and organizational decisions against approved budgets and financial targets.
Translate strategic workforce plans into build, buy, borrow, develop, or organization design solutions, partnering with Talent Acquisition and business leaders on critical-role recruiting, retention strategies, mobility, and knowledge transfer needs.
Lead the people and change strategy for organizational transformations, including impact and readiness assessments, stakeholder engagement, communications, leader enablement, adoption planning, and sustainment.
Address barriers and resistance, reinforce desired behaviors, and monitor adoption using employee and leader feedback to adjust plans and achieve intended outcomes.
Identify opportunities to simplify work, clarify accountability, improve handoffs to strengthen organizational effectiveness.
Partner across functions and Centers of Competence to ensure solutions are integrated, compliant, and scalable.
Use employee listening, workforce insights, and leader feedback to identify culture and employee experience opportunities, with clear ownership, monitoring, and closure.
Coach leaders to create an environment grounded in trust, clarity, accountability, inclusion, and Nestlé values.
Partner with business leaders to execute onboarding, performance, potential assessment, development planning, and transitions consistently and effectively.
Interpret and apply HR policies and employment practices; manage employee relations matters and workplace investigations within defined responsibilities; ensure legal and company compliance; and escalate complex or high-risk matters to Employee Relations, Legal, or other partners.
Identify patterns across employee matters and address systemic issues while championing fair, consistent, and compliant employee experiences.
Build and maintain effective relationships with leaders, employees, and key partners across assigned client groups.
Partner with leaders and HR Operations to maintain timely, accurate workforce data for decisions, reporting, and compliance.
Promote inclusive and equitable talent and employment practices in partnership with leaders and HR Centers of Competence, meeting applicable equal employment, workforce representation, and compliance expectations.